【摘要】 职务绩效评估是人力资源管理中的一个关键问题。本文着重介绍了几种有关职务绩效评估的因果模型 ,揭示了这些模型的演变过程及其背后的理论变化。同时也指出了以往研究在理论、方法和研究范围上的一些不足 ,并对今后的研究提出了建议。更多还原

【Abstract】 Job performance rating is one of the important issues in human resource management. This paper reviews some causal effects of cognitive ability, job knowledge, task proficiency, and interpersonal factors on supervisory and peer job performance ratings, and discussed in detail the models proposed by Hunter (1983), Borman, White, et al (1991), Borman & Motowidlo(1993), Borman ,White & Dorsey (1995). It shows that task proficiency, personal and interpersonal factors have joint effects on overall performance rating, and the effects of interpersonal factors are explained as the contextual performance rather than the moderators by some models. Based on the theoretical and methodological discussion, some proposals for further research on job performance rating are made.更多还原